工商管理学院知识库

面对内外部环境的不确定性和多变性，单一的创新方式已不能满足企业应对不断变化的竞争环境，双元创新应运而生。双元创新强调，组织一方面可以专注于现有技术，通过丰富和改进现有技术来占有市场；另一方面也可以通过探索新技术开拓新市场。90后员工作为职场中新兴的主力军，在组织中发挥着不可或缺的重要作用。大量研究表明，在人生职业生涯中，个体需要不断寻求工作意义来获得幸福感和满足感，不同的工作价值取向会影响员工对工作的态度和行为，进而会对组织带来不一样的结果。不同代群员工成长环境，所经历事件和自身感触的不同，在价值观、职业选择上存在较大差异，工作价值取向会有明显差异。90后员工普遍具有受教育程度高、学习能力强、创新能力突出等特点，这些特点决定了在职场中具有较高创新能力和自我实现意愿。因而如何针对90后员工的个性特点进行差异化管理，最大化地体现其工作价值取向，从而发挥其双元创新的能力需成为组织管理者重点关注的问题。

本文首先对工作价值取向、双元创新、职业弹性和竞争性工作环境的相关文献进行回顾和梳理，在此基础提出假设并构建模型。其次结合国内外已成熟的量表设计问卷收集数据，运用统计方法对样本进行描述性统计、信效度检验、相关分析和回归分析，得到实证结果：90后员工工作价值取向对职业弹性和双元创新均存在显著正向影响；职业弹性在90后员工工作价值取向与双元创新之间起部分中介作用；竞争性工作环境在90后员工工作价值取向与双元创新之间存在调节作用，且对各维度所起的调节作用并不相同。最后依据实证分析结果，为在激烈的竞争环境中如何引导90后员工工作价值取向与企业目标相一致，并提升职业弹性，催发团队优势，从而最大限度地激发90后员工的双元创新能力提出管理建议。

In the face of the uncertainty and variability of the internal and external environment, a single innovation method can no longer meet the needs of enterprises to cope with the ever-changing competitive environment, and dual innovation has emerged as the times require. Dual innovation emphasizes that on the one hand, organizations can focus on existing technologies and occupy the market by enriching and improving existing technologies; on the other hand, they can also open up new markets by exploring new technologies. As the emerging main force in the workplace, post-90s employees play an indispensable and important role in the organization. A large number of studies have shown that in life and career, individuals need to constantly seek the meaning of work to obtain happiness and satisfaction. Different work value orientations will affect employees' attitudes and behaviors towards work, which in turn will bring different results to the organization. Different generations of employees have different growth environments, different events and their own feelings, and there are big differences in values ​​and career choices, and there will be obvious differences in work value orientation. Post-90s employees generally have the characteristics of high education, strong learning ability, and outstanding innovation ability. These characteristics determine their high innovation ability and self-realization willingness in the workplace. Therefore, how to carry out differentiated management based on the personality characteristics of post-90s employees, maximize their work value orientation, and exert their dual innovation ability needs to be a key concern for organization managers.

This article first reviews and combs the related literature on work value orientation, dual innovation, career flexibility and competitive working environment, and proposes hypotheses and constructs models on this basis. Secondly, combined with mature scales at home and abroad to design questionnaires to collect data, use statistical methods to conduct descriptive statistics, reliability and validity tests, correlation analysis and regression analysis on the samples, and obtain empirical results: the work value orientation of post-90s employees has an impact on professional flexibility and dual Meta-innovation has a significant positive impact; career flexibility plays a part of the mediating role between the work value orientation of post-90s employees and dual innovation; the competitive working environment has a moderating effect between the work value orientation of post-90s employees and dual innovation. And the adjustment effect on each dimension is not the same. Finally, based on the results of the empirical analysis, how to guide the post-90s employees' work value orientation in a fiercely competitive environment to be consistent with the corporate goals, and enhance professional flexibility, urge team advantages, so as to maximize the dual innovation ability of the post-90s employees Make management recommendations.